Motivational Interviewing: Preparing People for Change

Part One: Initial Considerations Chapter 1: Motivation in Organizations Mitchell, Terence R., and Daniels, Denise. Observation and Commentary on Recent Research in Work Motivation. Chapter 2: Conceptual Approaches to Motivation at Work Ryan, Richard M., and Deci, Edward L. 2000. Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1): 68-78. Mowday, Richard, and Colwell, Kenneth A. Employee reactions to unfair outcomes in the workplace: The contributions of Adams' equity theory to understanding work motivation. Cropanzano, Russell, and Rupp, Deborah. An overview of organizational justice: Implications for work motivation. Komaki, Judith. Reinforcement theory at work: Enhancing and explaining what employees do. Locke, Edwin A. 1996. Motivation through conscious goal setting. Applied and Preventive Psychology, 5: 117-124. Stajkovic, Alexander D., and Luthans, Fred. Social cognitive theory and self-efficacy: Implications for motivation theory and practice. Part Two: Central Issues in Motivation at Work Chapter 3: The Role of Cognitions, Beliefs, and Attitudes in Motivation Staw, Barry M. 1986. Organizational psychology and the pursuit of the happy/productive worker. California Management Review, 28(4): 40-53. Rousseau, Denise M., and Tijoriwala, Snehal A. 1999. What's a good reason to change? Motivated reasoning and social accounts in promoting organizational change. Journal of Applied Psychology, 84(4): 514-528. Luthans, Fred. Positive Organizational Behavior: Implications for Leadership and HR Development and Motivation. Chapter 4: The Role of Goals and Intentions in Motivation Klein, Howard J., Wesson, Michael J., Hollenbeck, John R., and Alge, Bradley J. 1999. Goal commitment and the goal-setting process: Conceptual clarification and empirical synthesis. Journal of Applied Psychology, 6: 885-896. O'Leary-Kelly, Anne M., Martocchio, Joseph J., and Frink, Dwight D. 1994. A review of the influence of group goals on group performance. Academy of Management Journal, 37(5): 1285-1301. Crown, Deborah F., and Rosse, Joseph G. 1995. Yours, mine, and ours: Facilitating group productivity through the integration of individual and group goals. Organizational Behavior and Human Decision Processes, 64(2): 138-150. Chapter 5: The Role of Affect in Motivation Raghunathan, Rajagopal, and Pham, Michel T. 1999. All negative moods are not equal: Motivational influences of anxiety and sadness on decision-making. Organizational Behavior and Human Decision Processes, 79(1): 56-77. Venkatesh, Viswanath, and Speier, Cheri. 1999. Computer technology training in the workplace: A longitudinal investigation of the effect of mood. Organizational Behavior and Human Decision Processes, 79(1): 1-28. Chapter 6: The Role of Social Influences in Motivation Porter, Lyman W., Lawler, Edward E. III, and Hackman, J. Richard. 1975. Ways groups influence individual effectiveness. (Holdover from previous edition) Vardi, Yoav and Wiener, Yoash. 1996. Misbehavior in organizations: A motivational framework. Organization Science, 7(2): 151-165. Whyte, Glen. 1998. Recasting Janis's groupthink model: The key role of collective efficacy in decision fiascoes. Organizational Behavior and Human Decision Processes, 73(2/3): 185-209. Chapter 7: The Role of Cross-Cultural Influences in Work Motivation Hofstede, G. 1993. Cultural constraints in management theories. Academy of Management Executive, 7(1): 81-94. Sanchez-Runde, Carlos J., and Steers, Richard M. Cultural influences on work motivation and performance. Frese, Michael, Kring, Wolfgang, Soos, Andrea, Zempel, Jeannette. 1996. Personal initiative at work: Differences between east and west Germany. Academy of Management Journal, 39(1): 37-63. Meek, Christopher B. 1999. Ganbatte: Understanding the Japanese employee. Business Horizons, January-February, 27-36. Chapter 8: The Role of Individual Differences in Motivation O'Reilly, Charles A. III and Chatman, Jennifer A. 1994. Working smarter and harder: A longitudinal study of managerial success. Administrative Science Quarterly, 39: 603-627. Pilegge, Anthony J. and Holtz, Rolf. 1997. The effects of social identity on the self-set goals and task performance of high and low self-esteem individuals. Organizational Behavior and Human Decision Processes, 70(1): 17-26. Part Three: Applications of Motivational Approaches Chapter 9: Rewards Lawler, Edward L. 1987. The design of effective reward systems. In J. W. Lorsch (ed.), Handbook of Organizational Behavior. Englewood Cliffs, NJ: Prentice Hall, pp, 25-271. Kerr, Steven. 1995. On the folly of rewarding A, while hoping for B. Academy of Management Executive, 9(1): 7-14. Pearce, Jone L. 1987. Why merit pay doesn't work: Implications from organizational theory. In D. B. Balkin and L. R. Gomez-Mejia (eds.), New Perspectives on Compensation, pp. 169-178. Pfeffer, Jeffrey. 1998. Six dangerous myths about pay. Harvard Business Review, May-June, 109-119. Duncan, W. Jack. 2001. Stock ownership and work motivation. Organizational Dynamics, 30(1): 1-11. Chapter 10: Punishment George, Jennifer M. 1995. Asymmetrical effects of rewards and punishments: the case of social loafing. Journal of Occupational and Organizational Psychology, 68: 327-338. Butterfield, Kenneth D., Trevino, Linda K., and Ball, Gail A. 1996. Punishment from the manager's perspective: A grounded investigation and inductive model. Academy of Management Journal, 39(6): 1479-1512. Chapter 11: Motivating Creativity aand Innovation Amabile, Teresa. 1997. Motivating creativity in organizations: On doing what you love and loving what you do. California Management Review, 40(1): 39-58. Cummings, Anne and Oldham, Greg R. 1997. Enhancing creativity: Managing work contexts for the high potential employee. California Management Review, 40(1): 22-38.

Motivatiom and work behaviour

The purpose of this study was to validate the Vocational Rehabilitation Engagement Scale (VRES) in a sample of state vocational rehabilitation (VR) service consumers. A total of 277 individuals wit...

Assessing Vocational Rehabilitation Engagement of People With Disabilities: A Factor-Analytic Approach

The objective of this study was to explore occupational rehabilitation clinicians’ experiences on how to approach their participants on long-term sick leave in order to facilitate return to work (RTW). An exploratory qualitative design was used. Four focus groups were conducted with 29 clinicians working on interdisciplinary inpatient and outpatient occupational rehabilitation teams in Norway. The clinicians shared narratives from clinical practice. Transcripts were analysed, and results were reported by use of systematic text condensation. The clinicians used several approaches to facilitate RTW among individuals on sick leave. Three themes emerged as especially important in order to succeed: 1) To get a basic understanding of the participant’s life-world through a mapping process; 2) To build a therapeutic alliance through communication characterised by sensitivity to the participants’ needs and emotional concerns; and 3) To initiate processes of change that increase the possibilities for RTW. Four main areas targetable for change were identified, three directed at the individual and one encompassing the participants’ surroundings. These approaches were: a) To increase feelings of confidence and coping; b) To increase the participants’ awareness of their own limits; c) To challenge inefficient and negative attitudes and thoughts related to the sick-role; and d) Close and immediate dialogue with key stakeholders. To increase the possibilities for RTW among individuals on long-term sick leave, a thorough mapping process and the construction of a therapeutic alliance are seen as crucial elements in approaches by occupational rehabilitation clinicians. By gaining the participants’ trust and identifying their barriers and possibilities for work, the clinicians can target modifiable factors, especially at the individual level, and obstacles for RTW in their individual surroundings. This study elucidates what occupational rehabilitation clinicians do, say and provide to increase their participants’ abilities and possibilities to RTW.

/pdf/how-do-occupational-rehabilitation-clinicians-approach-3svn4jwc2r.pdf

How do occupational rehabilitation clinicians approach participants on long-term sick leave in order to facilitate return to work? A focus group study.

Processes to support rehabilitation in the area of shared activities based on the clients’ experiences The purpose of this article is to find out, based on the clients’ experiences, what kind of processes are needed to support rehabilitation and respond to service needs that exceed sectoral limits. Processes to support rehabilitation are cross-border processes of organizations that create the conditions for implementing client rehabilitation. I’ll use qualitative, theory-based content analysis to locate these support processes. The theoretical framework is based on Niklas Luhmann’s system theory and the concept of a boundary system developed by Jaakko Seikkula. Guided by the theoretical starting points I explore service needs that exceed sectoral limits using theme interview data. The data of the study comprises ten theme interviews of the Rehabilitation Assessment Outpatient Clinic’s former clients. Processes to support rehabilitation in the area of shared activities include overall assessment, the flow of information, case management and livelihood security. Support processes are located in the area of shared activities because they are not system specific like most of the actual rehabilitation measures. Challenges to respond to service needs seem to be a consequence of the differentiation of society’s functional subsystems and the increasing pressure of prioritization. The key problem is that nobody coordinates the whole set of the client’s services.

Asiakkaan kokemukset hoidosta ja kohtelusta erikoissairaanhoidossa

Purpose The task of vocational rehabilitation is to support the employee’s chances of continuing in working life. The study aimed to examine the motivational orientation of people participating in vocational rehabilitation and to find out what characteristics of the clients, their life situation, and their beliefs and perceptions were associated with it. Methods A mail questionnaire was answered by 839 rehabilitation clients who had received an affirmative rehabilitation decision under the earnings-related pension scheme 12 months earlier (response rate 67 %). Two variables depicting motivational orientation were formed, i.e., motivation for continuing in working life and motivation for participating in vocational rehabilitation. Logistic regression analyses were applied in examining the factors associated with each motivation variable. Results The results indicate that the two motivational orientations can be regarded as partly separate and partly overlapping constructs. The rehabilitation clients’ motivational orientations were associated with their experiences and their perceptions on environmental factors and future possibilities, both those that precipitated the application for rehabilitation and those that are important in their current life situation and their perceived future possibilities. Conclusions In the planning of individual rehabilitation processes there is a clear need to sort out what factors may hide behind the client’s weak contextual or situational motivation. In the course of the rehabilitation process, it is important to discuss these factors in order to alleviate the clients’ uncertainty towards change and enhance their motivation to participate in rehabilitation and re-think their future prospects of returning to work.

Motivational orientation of people participating in vocational rehabilitation.

Mielenterveysongelmat ja oikea-aikainen reagointi työeläkekuntoutuksen haasteina

INTRODUCTION The optimal timing of vocational rehabilitation is important. A well-timed onset of interventions may affect the functioning and the outcome of the rehabilitation process. The fi st aim of the study was to identify factors which are connected to the rehabilitees’ experience of early/optimal/delayed timing. The second objective was to evaluate the effect of the timing of rehabilitation on work resumption

Raija Gould

Papers

Motivational orientation of people participating in vocational rehabilitation.

Mielenterveysongelmat ja oikea-aikainen reagointi työeläkekuntoutuksen haasteina

Too Late? The Timing of Vocational Rehabilitation